Leadership Models
Leadership Models
University of Phoenix
Leadership Models
Leadership models have been used in uncountable ways to increase productivity and efficiency of organizations. This is done through various approaches, methods, and techniques. Some methods focus on specific job duties or individuals performing the job, whereas other methods are designed to help followers and leaders to perform their duties adequately, and as a group. Human’s collective knowledge has improved and continues to expand. Consequently, this desire fuels researcher’s efforts to evaluate old doctrines and uncover innovative truths regarding leadership models. The ideal leadership theory depends on the workplace setting and the dynamics of the organization or company. In fact, the human resources divisions employ different supervision models and theories to extend productivity and efficiency within the organization. Ultimately, this paper will compare and contrast four dissimilar leadership models or theories. The four leadership models employed involves such as the behavior approach, the power and influence approach, trait theory, and the social exchange theory.
Behavior Approach During the 1950s the behavior approach was introduced because researchers expressed disappointment with the well-known trait theory (Clawson, 2013). Consequently, they begin placing their central focus on leader’s behavior on-the- job, to observe what causes a leader to be effective oppose to ineffective (Clawson, 2013). Researchers deem the leader’s behavior essentially empowers the effectiveness of an organization. However, the follower’s behavior can also have a major influence on the work environment (Tangpinyoputtikhun, & Tiparos, 2011). In other words, the group can lose time on tasks not significant to production of the organization goal because of unwarranted leadership tactics. Even though human behavior can be influenced by various contextual such as followers,
University of Phoenix
Leadership Models
Leadership models have been used in uncountable ways to increase productivity and efficiency of organizations. This is done through various approaches, methods, and techniques. Some methods focus on specific job duties or individuals performing the job, whereas other methods are designed to help followers and leaders to perform their duties adequately, and as a group. Human’s collective knowledge has improved and continues to expand. Consequently, this desire fuels researcher’s efforts to evaluate old doctrines and uncover innovative truths regarding leadership models. The ideal leadership theory depends on the workplace setting and the dynamics of the organization or company. In fact, the human resources divisions employ different supervision models and theories to extend productivity and efficiency within the organization. Ultimately, this paper will compare and contrast four dissimilar leadership models or theories. The four leadership models employed involves such as the behavior approach, the power and influence approach, trait theory, and the social exchange theory.
Behavior Approach During the 1950s the behavior approach was introduced because researchers expressed disappointment with the well-known trait theory (Clawson, 2013). Consequently, they begin placing their central focus on leader’s behavior on-the- job, to observe what causes a leader to be effective oppose to ineffective (Clawson, 2013). Researchers deem the leader’s behavior essentially empowers the effectiveness of an organization. However, the follower’s behavior can also have a major influence on the work environment (Tangpinyoputtikhun, & Tiparos, 2011). In other words, the group can lose time on tasks not significant to production of the organization goal because of unwarranted leadership tactics. Even though human behavior can be influenced by various contextual such as followers,
References: Clawson, J. G. (2013). Level three leadership: Getting below the surface. (5th Ed.). Upper Saddle River, NJ: Pearson Crede, M., Chernyshenko, O. S., Stark, S., Dalal, R. S., & Bashshur, M. (2007). Job satisfaction as mediator: An assessment of job satisfaction 's position within the nomological network. Journal Of Occupational & Organizational Psychology, 80(3), 515 Lemonick, M. (1997). The mood molecule. (cover story). Time International (Canada Edition), 150(13), 54. Khan, A. (2013). Approaches in Leadership: Trait, Situational and Path-Goal Theory: A Critical Analysis. Pakistan Business Review, 14(4), 830-842 Tangpinyoputtikhun, P., & Tiparos, K. (2011). A STUDY OF CONGRUENCE OF THE BEHAVIOR OF FOLLOWER FIT WITH LEADERSHIP STYLE THAT AFFECT WORK PERFORMANCE. Journal Of The Academy Of Business & Economics, 11(3), 57-70.